worklife balancing

GTU’s Enrolment No 117690592051

A

PROJECT REPORT ON

A Study of Work Life Balancing

At

MRK HEALTHCARE PRIVATE LIMITED

Submitted By: Manishkant Mahto

MBA PROGRAMME 2011-2013

In partial fulfilment of the requirements for Summer Internship Programme for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

SHRI JAIRAMBHAI PATEL INSTITUTE OF BUSINESS MANAGEMENT AND COMPUTER APPLICATIONS (NICM-MBA)

Submitted to

GUJARAT TECHNOLOGICAL UNIVERSITY,

AHMEDABAD

DECLARATION

This project report entitled “A study on work life balancing of Manufacturing employees

producing Healthcare products” has been submitted to Gujarat Technological University,

Ahmedabad in partial fulfilment for the award of degree of Master of Business

Administration. I the undersigned hereby declare that this report has been completed by me/

under the guidance of Mr.Amin Saiyed, Senior Supervisor and Prof. Urvi Amin (Faculty

Member, Shri Jairambhai Patel Institute of Business Management & Computer Applications,

Gandhinagar.)

The report is entirely the result of my own efforts and has not been submitted either in part or

whole to any other institute or university for any degree.

Name of the Student with Signature:

GTU’s Enrolment No 117690592051

Date:

Place: Gandhinagar

PREFACE

Practical training is importance for the student of management because it gives

much practical knowledge and experience to student, which they can not learn from

books. By training, students indirectly enter into the world of business.

The main objective of visit to company is to develop the student‟s ability. It is the

opportunity for the student to show their skills and efficiency. Students will able to develop

their internal strength by their practical training.

This report is summary of the information gathered by me during my research work. I

don‟t say that my report is totally perfect error may be there. I have tried my level best to

represent and if any misleading information enclosed by mistake is found, please pardon.

Guide’s Certificate

This is to certify that this report titled “A study on work life balancing of Manufacturing

employees producing Healthcare products ” has been prepared by Manishkant Mahto of

NICM, Gandhinagar in partial fulfilment of the award of the degree, Master of Business

Administration at Gujarat Technological University under my guidance and supervision.

Place : Gandhinagar Prof. Urvi Amin

Date : NICM,Gandhinagar

Director’s Certificate

This is to certify that this report titled “A study on work life balancing of Manufacturing

employees producing Healthcare products” has been prepared by Manishkant Mahto of

NICM, Gandhinagar in partial fulfilment of the award of the degree, Master of Business

Administration at Gujarat Technological University, under the guidance and supervision of

Prof. Urvi Amin, NICM, Gandhinagar.

Place : Gandhinagar (Dr S.O.Junare)

Date : Director, NICM

Gandhinagar

ACKNOWLEDGEMENT

I sincerely thank Dr. S.O.Junare (Director), National Institute of Cooperative Management,

Gandhinagar for granting me the permission to do this Research Project.

I would like to express my indebtedness to Prof. Urvi Amin (Professor),National Institute of

Cooperative Management, Gandhinagar for his valuable suggestions and encouragement

which are imperative for the completion of this project.

I extend my deep sense of gratitude to all my family and friends who have directly or

indirectly encouraged and helped me to complete my project successfully.

I would like to extend my thanks to all the unseen hands that have made this project possible.

Place : Gandhinagar (Manishkant Mahto)

Date :

INDEX

CHAPTERS CONTENTS PAGE NO‟s

EXECUTIVE SUMMARY 1

1 COMPANY PROFILE 2-33

1.1 History and Development 6

1.2 Organisation Chart 11

1.3 MRK Products 13

1.4 Production Process 19

1.5 Personnel Department 25

2 INTRODUCTION 33-52

2.1 Problem Statement 34

2.2 Background of Study 36

2.3 Coping Strategies for Work Life Balance 38

2.4 Operational definitions 51

3 RESEARCH METHODOLOGY 53-54

3.1 Hypothesis 53

3.2 Sampling Techniques 53

3.3 Scope of the study 54

4 DATA INTREPRETATION AND ANALYSIS 55-71

5 LIST OF FINDINGS 72

6 CONCLUSION 73

7 SUGGESTIONS AND RECOMMENDATIONS 74

8 ANNEXURE 75-81

8.1 List of Questionnaire 75-80

8.2 Bibliography 81

EXECUTIVE SUMMARY

The long hour‟s culture of Indian service industry in particular is associated with

employees‟ commitment to productivity. It is often assumed that employees will put their

work commitments before their family.

Time is seen as a commodity those who give more of their time are more likely to

be valued than those who work fewer hours and are perceived to be both less productive

and less committed. Such assumptions serve to obscure the potential benefits work-life

balance policies may bring for both parties. It is perhaps ironic that a refusal by some

managers to recognize this benefit creates a culture of intensification of working time for

many employees. This is especially true of knowledge workers and those in senior

management and top management who are among the increasing numbers of employees

that experience stress at work.

Work-Life Balance does not mean an equal balance but trying to schedule an appropriate

number of hours for each of the various work and personal activities. Work Life balance is

usually unrewarding and unrealistic task. Employees are increasingly complaining that line

between work and non work time has become blurred, creating personal conflicts and

stress. A number of forces have contributed to blurring the lines between employees‟ work

life

and personal life.

Work life balance is a very important aspect of human resource. It is very

important from the point of view of employees. The objective is to help the individual

employees in Manufacturing Department to balance their work life and personal life. By

studying work life balancing we can learn about the following.

a. Importance of balancing work life and personal life for Employees.

b. De- Stressing the employers through recreational facilities. c. Manufacturing Employees prefer to work for more number of years.

1. INTRODUCTION

The company initially was established in the name of Mahesh Industrial Traders, in the year

1961, at Mumbai. It was a partnership firm, which traded in examination, surgical as well as

non-surgical gloves. The company began manufacturing these products in 1967-68 at

Mumbai. Subsequently, as the scope and need for expansion arose, the plant was shifted in a

new location at Patan, situated in North Gujarat part of India in 1978 and H.O. was maintain

in Mumbai. The company was renamed as MED-TECH RUBBER & ENGINEERING

INDUSTRIES. To meet further growth requirements the plant was once more shifted to

HANSAPUR location, close to the town of PATAN in 1996 and the company was renamed

as MRK HEALTHCARE.

MRK HEALTHCARE has come in the market in 1961 under the leadership of MR.

Ramniklal Shah for the manufacture & trading of moulded rubber industrial products &

surgical rubber gloves. Today MRK is been counted in the list of India‟s leading

manufacturers of medical disposables & hospital equipment with a diversified product range

& having good marketing coverage area at present.

Ramniklal's sons Mahesh Shah (Bachelor in mechanical engineering) Rajnikant Shah

(Masters in Organic Chemistry) & Kamlesh Shah (Bachelor in Chemistry) joined the

company in quick succession & lead the company with high expansion .Other products were

added gradually in to the range. The company boasts of massive infrastructure facilities

including highly automated.

The plant at present is spread over a built up area of 34,000 square feet and an additional area

of about 50,000 square feet provided for future expansion.

At present the company manufactures high quality medical and surgical products under the

brand name „Nulife‟ and also the latex dipped products which enjoy popularity in Indian as

well as international markets which are situated in Europe, U.A.E., Africa and Russia. The

company is operating among highly competitive markets, demanding outstanding quality.

The company maintains strict quality control on its products. It is licensed to use ISI mark

under the Bureau of Indian Standards Certifications Marking Scheme. Nevertheless, the

company has developed own standards, which have been proven and established since 1978.

In addition, technical assistance is obtained from various experts in the field for continual

improvement of quality of its products and processes.

MRK has implemented quality system as per ISO 9001: 2000 and for CE marking of

its product for European market as per ISO: 13485:2003, MDD-93/42/EEC (1993).

COMPANY INFORMATION:

Name of company : MRK Healthcare private Ltd.,

Address of the Company : MRK Healthcare

S.NO.153/P, Panch pippal,

Hansapur, unjha- patan road,

TA: patan (north Gujarat)

384 256

DIST: patan.india

Year of establishment : 1978

Administration office : MRK Healthcare

84/85 byculla service industries,

D.k marg, syssex road, byculla,

MUMBAI 400 027,INDIA

OWNER OR PARTNER: There are 3 partners

o Mahesh Shah (Bachelor in mechanical

engineering)

o Rajnikant Shah (Masters in Organic Chemistry)

o Kamlesh Shah (Bachelor in Chemistry)

PRODUCTION UNIT LOCATION :

UNJHA

Mandotri

MRK Healthcare

SIDHPUR PATAN

1.1 HISTROY AND DEVELOPMENT :

MRK HEALTHCARE began operations in 1961 under the leadership of MR Ramniklal

Shah for the manufacture & trading of molded rubber industrial products & surgical rubber

gloves. MRK is today one of India‟s leading manufacturers of medical disposables & hospital

equipment with a diversified product range & a reputed market presence.

At present the company manufactures high quality medical and surgical products under the

brand name „Nulife‟ and also the latex dipped products which enjoy popularity in Indian as

well as international markets which are situated in Europe, U.A.E., Europe, U.A.E., Africa

and Russia. The company is operating among highly competitive markets, demanding Africa

and Russia. The company is operating among highly competitive markets, demanding

outstanding quality.

The company maintains strict quality control on its products. It is licensed to use ISI

mark under the Bureau of Indian Standards Certifications Marking Scheme.

Nevertheless, the company has developed own standards, which have been proven and

established since 1978. In addition, technical assistance is obtained from various

experts in the field for continual improvement of quality of its products and processes.

Reason for selecting the Name of the Company

When I asked this question then they replied that the company is partnership & three

partners are there Mr. Mahesh shah, Mr. Rajnikant shah, & Mr.Kamlesh shah so on

the basis of their first letters the name become MRK.

Reason for selecting the Location :

Here as the Geographical location for production of

healthcare products are relevant and also the availability of

skilled, semi-skilled workers in near by area makes the

location best for producing surgical gloves.

Availability of good transport facility makes this location very

cost effective as products manufactured can be easily dispatch

to different locations as it is connected to State highway.

Infra-structure facility is good and there are no villages

around the location as it is located in the outskirts of Patan so

easily disposable of wastes or chemicals are possible.

Raw materials for the product are easily available so that it

does not affect the production process, and also good amount

of stock can be maintained.

INFRASTUCTURES

Nulife products are manufactured with top of the line infrastructure that includes automated

systems. The plant features in-house manufacturing, packaging and sterilization systems with

protection against pilferage and duplication, ensuring reliability and trust. Our aim is to

deliver quality products on time, always. In our continuing quest for quality, we have

successfully implemented quality management systems, which in addition to existing ISO

9002; meet the stringent En46002 and European 93/42/EEC standards. The company boasts

of massive infrastructure facilities including highly automated manufacturing lines,

packaging machinery and in house sterilization.

Required process equipment / machinery which can meet for converting the inputs into

required outputs at relevant stages of processing and can meet the customer requirements.

Supporting services, such as transport for movement within and outside the Company and

required means of communication (like Telephones, e-mail, Tele-fax).

As per the identified requirements, the Company provides the infrastructure needed to

achieve conformity to product requirements.

The Company identifies and determines the required infrastructure at the time of Planning for

Product Realization .The infrastructure considered during planning includes: adequate

buildings for storage, processing, inspections, Adequate workspace for working and better

house keeping, processing and storage required associated utilities like DG Power,

Compressors, DM Water Plant, Fuel Supply Utilities etc.;

The Company has also established a “Procedure” for maintaining the above infrastructure by

conducting preventive, Condition Monitoring and Break-down Maintenance in order to

ensure their continuing suitability. The data related to maintenance is analyzed and

Maintenance Objectives are framed for continual improvements.

CLIENTS :

Esteemed Hospitals and Institutes

Bombay Hospital Pharmacy Bombay Hospital Trust Cancer Research Institute, Ahmedabad Dr.Balabhai Nanavati Hospital Hiranandani Hospital Jaslok Hospital & Research Centre Kem Hospital P D Hinduja National Hospital & Medical Research Centre Shri Ramchandra Hospital, Chennai

FORM OF ORGANISATION :

The MRK HEALTHCARE is partnership form of organization.

Ramniklal's sons Mahesh Shah (Bachelor in mechanical engineering) Rajnikant

Shah (Masters in Organic Chemistry) & Kamlesh Shah (Bachelor in Chemistry)

joined the company in quick succession & led the company into new frontiers.

SIZE OF THE ORGANIZATION :

Generally the size of the organization is based upon the authorized capital. Business is

depends on the authorized capital such as small scale industry, tiny scale, & large scale

.While the form of organization is based upon the internal relationship, authority &

responsibility.

According to the act of the factory of 11th

November, the industries which have authorized

capital are less than 3 cores are called the small scale industry.

The plant at present is spread over a built up area of 34,000 square feet and an additional area

of about 50,000 square feet provided for future expansion. At the time of the establishment

the total capital of the company was less then RS 3 cores & the employment is made by the

MRK HEALTHCARE is as per the provision of the act. Thus MRK is small scale industry.

1.2 ORGANISATION CHART

Personal

Time Keeper

Typist

Workers

Production Manager

Supervisor

Engineer

Worker

Marketing Manager

Sales Executive

Sales Representa

tive

Workers

Export Manager

Export Executive

Clerk

Finance Manager

Chief Accountant

Senior Accountant

Accounting clerkClerk

Cashier

Managing

Partner

PRODUCTION DEPARTMENT

Meaning of production is to produce goods & service for the satisfaction of human want in

every way by providing low cost & good quality.

Production process is that part of an organization which is concerned with the transaction of a

range of input the require quality.

Production and operations management conversion of input into outputs. Using physical

recourse, so as to provide the desired utility of form, place possession or state or a

combination through to the customer while meeting the other organizational objectives of

effectiveness, efficiency and adaptability.

The main objectives of production management are as follows.

Optimal use of resources.

By maximizing uses of manpower and machine.

Ensuring quality of goods at minimum cost through use of statically quality

control techniques.

1.3 MRK PRODUCTS

a) Surgical Gloves:

b) Surgical Equipments :

This unit is producing surgical gloves:-

PRODUCT

SURGICAL GLOVES:

NULIFE Surgeon‟s gloves. Designed perfectly anatomical for comfortable wrinkle – free

fitting. The extremely soft rubber reduces finger fatigue and increases efficiency. The special

rubber film used in every NULIFE gloves adds sensitivity while giving complete protection

to the hand. Apart from ergonomic features, our stringent quality control measures make it

the safest protective hand wear for surgeons.

There are available in 2 different varieties.

(I) sterile (II) Non- sterile

Surgical gloves as name suggests are used in the field of surgery for different type of

applications. Surgical gloves are medical safety accessories that ensure sanitary hospital

conditions by limiting patients' exposure to infectious matter. They also serve to protect

health professionals from disease through contact with bodily fluids.

The invasive nature of surgery, with its increased exposure to blood, means that during

surgery there is a high risk of transfer of pathogens. Pathogens can be transferred through

contact between surgical patients and the surgical team, resulting in post-operative or blood

borne infections in patients or blood borne infections in the surgical team. Both patients and

the surgical team need to be protected from this risk. Implementing protective.

Barriers such as wearing surgical gloves can reduce this risk. The provision of surgical gloves

will be of immense benefit to medical staff in their daily work and is all the more vital given

the high prevalence of HIV/aids in the region.

Surgical operations are undertaken within a clean environment and with and members of the

surgical team wearing sterile gloves. Sterile surgical gloves aim to protect the patient from

contamination with bacteria from members of the surgical team and protect the surgical team

from the body fluids of the patient. Double gloving (wearing two sets of gloves) is becoming

more common, especially for surgery where sharp surfaces are formed (such as orthopedic or

dental surgery). The review found that a second pair of gloves does protect the inner pair,

without apparently affecting surgical performance. A glove liner between the two pairs of

gloves reduces breaks to the inner glove even further; extra thick gloves seem to be as good

as two pairs.

Varieties of surgical gloves are designed specially for different type of applications. For

orthopaedic surgeries these surgical gloves are designed thicker for increased durability and

are ideal for trauma surgery or in any vigorous procedure, where there is risk of barriers

breach. Microsurgery needs very thinner surgical gloves with remarkable durability for

performing operations safely and comfortably, which do the suppliers provide.

1.4 PRODUCTION PROCESS OF SURGICAL GLOVES:-

Here, the first process starts by the boiler. Here by the boiler the oil is heated &for the heating

in the boiler they use the wood mostly otherwise they use the lignite or coal. Then this oil is

going to the main production plant through the steel pipe & its temperature is about 250 to

300 ounce Celsius.

By this oil the baring is circulated, for the hand gloves the raw material are mixed in the

compounding section. In this section the natural rubber & other chemicals (like… calcium

carbonate, sulphate acid, nitric acid, hcl, colour, phinolic acid, chlorides, sodium) are mixed

& it takes a 60 hours for the use than this mixture is going through the pipe in the moulding

machine.

In the section of moulding the hand gloves are moulded in the different size, than these all the

hand gloves are passed through the different deeps & in these deeps there are the different

types of the chemicals, which strengthen the hand gloves. After passing through the

chemicals it is going to the big & different ovens, where they vulcanize.

After all this process some hand gloves are taken between the production process & it is

taken in the laboratory for the final testing here these all the hand gloves are tested through

the air pumping .

PRODUCTION CHART

COLLECTING RAW-MATERIAL

MIXING OF REQUIRED RAW-MATERIAL

HEATING TO MIXED MATERIAL

MOULDING THE HAND GLOVES

PASSES THROUGH THE DEEPS & OVENS FOR

THE STRENGTHEN & VALCANIZING

TESTING THE HAND GLOVES TO CHECK THE

QUALITY

PACK THE HAND GLOVES IN NON-BACTERIAL

PACKETS

PRODUCTION PROCESS

The organization has defined the characteristics for the different outputs achieved at

appropriate stages of product realization for meeting the customer requirements. All these

characteristics are monitored and measured by defined personnel in respective departments in

order to ensure that the product requirements meet internal as well as external customer

requirements.

There characteristics have been defined either in the departmental procedure, control plans,

quality inspection plans as applicable to the relevant stages of processes.

For all identified characteristics, the acceptance criteria for the evidence of conformity have

also been defined. The in-process and final inspections are conducted to make evidence for

the same. The necessary records are maintained as given in the above stage documents.

The organization ensures that all quality plans and /or inspection requirements are planned &

implemented and that their inspection records are maintained to verify that at each stage of

process, the characteristics conform to applicable instructions, procedures, inspection plans,

and control plans, quality inspection plans as applicable.

The finished product is verified for conformance to the specified requirements as per

procedures / inspection standards / quality inspection plan. The relevant records clearly

indicating the conformance / non- conformance of the product and authority for releasing the

product are maintained.

PRODUCTION DEPARTMENT FUNCTIONS

There are some functions of production department which are given below :

1. The production & planning

The production department will set standard & targets for each section of production process.

The quantity & quality of products coming of production lying will be closely monitor.

2. The purchasing department

The purchasing department will be responsible for providing the material, components &

equipment required to keep the production process running smoothly.

3. The store department

The store department will be responsible for stoking or the necessary tools spares raw-

materials & equipments required servicing the manufacturing process.

4. The design & technical support department

This department will be responsible for reaching new products or modification for existing.

One estimating for producing in different quantity & by using different methods. It will be

also responsible for the design & tasting of new product ties together with the development of

prototies through to the final product. The technical support department may also be

responsible for work study as to how working practice can be improved.

5. The work department

The work department has responsibility for quality control & inspection a key aspect of

modern production is insuring quality. The term „quality‟ means „fitness‟ for purpose (i.e. a

product process or service should do exactly what is expected of it.

RAW MATERIAL

CHEMICALS :

HCL

Nitric acid

Calcium carbonate

Phinolic acid

Sulphate acid

Chlorides

Sodium

Colours

This all are the raw material company found from the nearest areas but certain raw materials

are purchased from the outside of the country & also the raw material like natural rubber is a

essential for the product where being imported from the south India because the trees of the

rubber are very much at there.

CONTRIBUTION OF THE UNIT TO THE INDUSTRY:-

Out of the total production gloves carried out by MRK HEALTHCARE parentrials

approximately 95% being consumed by Indian market & carried 4 to 5% of the total

productions being exported to other country. So, we can say that MRK has still not captured

the foreign industries.

QUALITY OBJECTIVE:-

Ensures that quality objectives, including those needed to meet requirements for product (are

established at relevant functions and levels within the company. A “Procedure” has been

established for the same. The business risks / quality indicators which may contribute the

progress of the company in relevant activities are identified. Based on their current status, all

functions conduct a study to find the root cause of the same and identified the quantified /

measurable objectives. Based on these quality objectives, the quality policy is reviewed and

framed. The objectives are set and monitored for their achievement periodically. The progress

on these objectives is reviewed in Management Review Meetings.

QUALITY POLICY:-

The Management of the company has defined the quality policy ensuring that the quality

policy is appropriate to the purpose and organizational goals of the company, includes a

commitment to comply with requirements and continually improve the effectiveness of the

quality management system, provides a framework for establishing and reviewing quality

objectives is to communicate to all employees of the company and is understood at all levels

in the company is periodically reviewed for continuing suitability.

The Policy of the company has been displayed at all strategic locations and also distributed to

all employees. Regular Training Programs are held for “Understanding” by all the functions

throughout the organization.

1.5 PERSONNEL DEPARTMENT

In MRK HEALTHCARE limited, there is unity in relationship between staff members. The

management of this unit not facing any special problems regarding the employees &

employees also not facing any problems regarding the management.

Human resource management is nothing but modern approach of personnel management. In

the modern business world, thousands of industrial firms working & they employ lacks of

workers. There are many problems of the recruitment, selection, training, promotion; transfer,

remuneration motivation etc. are bound to arise. The concepts of personnel management

changed during lest 20-30 years.

CHART OF PERSONNEL DEPARTMENT

P PERSONNEL DEPARTMENT

(MANAGING PARTNER)

SUPERVISOR

CLERK &

TYPIST

SECURITY

GUARDS

TIME

KEPEER

WORKERS

PEON Watch man

SELECTION

Simply, selection is the process by which the qualified personnel are chosen from the

applicants who has offered them for job in the organization. Selection procedure is the most

important function of personnel management because it chooses the most qualified persons

and by which organization can achieve its objectives. The company fills up the vacancy by

adopting, promotion, or by selecting new candidates. There is a simple but effective selection

procedure.

In MRK‟S rating is need for general knowledge experience knowledge that particular field

etc. from these forms when highest marks are selected & send for medical examination.

STEPS OF SELECTION PROCESS

Preliminary Interview:-

The primary purpose of the preliminary interview is to screen out those who are obviously

unsuitable. This interview is held to know the qualification of employees towards job.

Applicants Blank:-

The applicants are asked to complete a blank that provides space for him to record data

relating to the name of the candidate, his address, telephone number, personnel information

physical characteristics, hobbies, references etc. the application blanks must not be too

lengthy.

Selection tests:-

Employment test are being used extensively in selection of candidates. Most of the

companies in the industrially advanced countries use employment tests for the scientific

selection of the workers. Intelligence, aptitude tests, achievement test, interest test,

personality tests are performs to select & reject the candidates.

Interview:-

This is the most widely used method for accepting or rejecting selection the basis objectives

of the interview is to specific requirements of the job.

Primary selection:-

If a candidate is found eligible for the post on the basis of above steps, he is appointed on

probation or as on apprentice for sometimes; the new employees are trained and oriented for

a particular job.

Final selection:-

If the candidate comes out successfully from probation, he is finally selected for the post. The

final authority for selection lies with line manager.

RECRUITMENT

According to Yoder and others, “Recruitment is a process to discover the source of

manpower to meet the requirements of the staffing schedule and to employ effective measure

for attracting that manpower in adequate number to facilities effective selection of an

efficient working force.”

In the words, “Recruitment is the process of discovering potential applicants for actual or

anticipated organization vacancies.”

Sources of Recruitment:

There are two types of recruitment sources

1) Internal source:

Internal source such as Promotions, Transfer, Demotion, Referrals etc.

2) External source:

External source such as Education Institutions, Advertisement, Trade Unions, Employment

Agencies, and Employment Exchanges etc.

The company can often be filled the vacancy by using the direct method. In the direct method

company is using the Gate hiring, waiting list and also Company fill vacancy within the

organization.

The company can often be filled the vacancy by using the direct method. In the direct method

company is using the Gate hiring, waiting list and also Company fills vacancy within the

organization

INDUCTION

Induction is the technique by which the new employee can get familiar with organization‟s

environment; it helps to reduce anxiety, cultural shock. “INDUTION is a technique by which

new employee is Re- hablimiatate in to the change surrounding of introduce to the practices

and purpose of organization.

This induction programmed done by this company for the familiarize the new recruit

employee in the company. This induction is depend on is place of recruiter person in the

company like when some managerial level person recruit in the company so for that induction

is done with other person, they meet all the department head and manager. Some time any

technical person recruits in the company so that‟s induction are done only with this specific

department only.

Thus this company doing an induction program for the familiarize with the department a new

recruitment employees or person.

Objective of INDUCTION :-

Reduce in security

Reduce anxiety

Reduce culture shock

Reduce explanation

.

JOB DESCRIPTION

The Company has identified the competence level required for the personnel carrying out the

activities in different areas of technical and commercial departments. The “Job Description

(Matrix) for all functions have been defined on the basis of requirements related to

appropriate education, training, skills and experience for the specific jobs. Hence the

personnel performing such work which affects product quality are assigned the tasks on the

basis of defined competence. The job descriptions are also used for identifying the training

needs of the personnel to make them competent to do their activities. A job description is a

broad statement of the purpose, scope, duties and responsibilities of any specific jobs.

This company doing also a job description of the employee. Mean this the company decides

duties and responsibilities of employee for specific job in the company. But it is changing in

the different situation like any employee absence in the company so this work doing other

person instead of that person. Most probable when employee recruits in the company so that

time company decides his duty & responsibilities in the company.

Thus this company doing job description but in the different situation it is change when any

accident became in the company so that time it is change.

TIME KEEPING SYSTEM:-

In every industry or company time is just like their god “time & tide waits for none” time

keeping is the basic necessary for every industry or company. Thus a good time keeping

system plays a vital role in unit‟s efficiency & to achieving objectives both.

The following time system is adopted by the MRK HEALTHCARE.

For office staff:-

9.00 am to 1.00 pm

2.00 am to 6.00 pm

For office staff the recess time is 1.00 to 2.00 pm

For production department:- 8.30 am to 12.30 pm

1.30 pm to 5.30 pm

For production department the recess time is 12.30 pm to 1.30 pm

EMPLOYEE SERVICES

Without employees can not do anything in the company? Employees must be necessary to

start the company. In all the department of the company there must require having the

employees. Employees are heart of the companies. So, the company must be provides all the

service to the employees.

So, MRK also provides facilities like,

Dress, slipper, cap etc to worker

Dress colour for worker: - khaki

Dress colour for staff member: - blue

WAGE AND SALARY ADMINISTRATION

Whenever the new employees comes in the company at that time starting salary of worker is

S.2500 and after that it is depend on workers working ability and depends on their skill.

PERSONAL RECORDS :

When I go through the details of the company I found that these are the things that company

keeps about their Employees while Recruiting.

1) Full name 9) Employees roll no.

2) Local address 10) Code no.

3) Personal address 11) Married /unmarried

4) Date of birth 12) Height

5) Religion 13) E.P.F. no

6) Education 14) E.S.I. no.

7) Date of appointment 15) Gratuity no.

8) Nominee‟s name 16) No. of workers

TRAINING & DEVELOPMENT

Training is an act of increasing and imparting the knowledge and skill of a worker for doing a

certain job. In other words, training is an organized procedure by which people acquire

knowledge or skill for a definite purpose.

According to Michael J. Judicious, “Training is used to indicate any process by which the

aptitudes, skills and abilities of the employees to perform specific job are increased.”

The Company has established a “Procedure” for “Training”. Through this

procedure, the training needs of personnel are identified to make them competent

for carrying out their activities. The controls exercised for making the personnel

competent are:

To determine the required minimum competence for the personnel performing

work affecting product quality in terms of criticality of the process through

defined “Job Description (Matrix)

To provide structured / unstructured training (i.e. on job training / coaching under

the supervision of their seniors) to the identified personnel to satisfy and meet

their training needs;

To evaluate, after a defined period, the effectiveness of the structured /

unstructured training provided to know the progress in their achievements,

To ensure that the company personnel are fully aware of the relevance and the

importance of their activities including their involvement and contribution to the

achievement for the identified quality objectives, and

To maintain the records of education, training, skills and experience of all

personnel as Records. These records also help in determining the need for multi-

skill training requirements, if any.

2. INTRODUCTION:

2.1 Problem Statement:

The study aims to analyze the working life of employees and life at home and how

these two are balanced effectively. The study also aims to analyze stress caused by the job

for IT professionals and its impact on employees works life and early retirement.

Background of the study: The pressures of work, for those in work, have been intensifying in recent

decades. Factors such as the advances in information technology and information load,

the need for speed of response, the importance attached to quality of customer service

and its implications for constant availability and the pace of change with its resultant

upheavals and adjustments all demand time and can be sources of pressure and stress.

The evidence from the UK, which has the longest working hours in Europe,

shows while the average number of hours worked has been steady for the past twenty

years, the proportion working more than 48 hours has increased in the past decade. Also,

people report an increase in the intensity of work. Comparative figures of Europe show

that the rise in intensity in the 1990s was greatest in the UK closely followed by Ireland,

France, Italy and the Netherlands. The demands of work begin to dominate life and a

sense of work-life imbalance ensures.

Due to work life imbalance an employee under goes stress in work life and also

stress in personal life. Stress management in the workplace requires more than helpful

tips. The line between work and personal life is blurred. As a result, the consequences of

stress in the workplace come from what is happening to the employees on the job and off

the job. By constants stress and burn out employees are opting for early retirement form

the work. Above factors resulted into research.

Justification and Significance of the study

The study is useful for Manufacturing Employees who are facing stress in their jobs, which

affects the individual personality in turn effects his family life. All these developments effects

society at large therefore work life balancing is extremely important especially professional

employees.

Objectives of the study:

a) To analyze how employees balance their work and personal lives.

b) To find out how employees cope up with job stress caused by the work environment.

c) To analyze the employees perception about early retirement.

Hypothesis: H0: Their is no significance difference between Employees who are not able to balance work

and personal lives.

2.2. Theoretical Background of the Study

Concept of Work Life Balancing:

Work life balancing: Work life balancing means the harmonious and holistic integration of work and non work, so

that both men and women can achieve their potential across the domains in which they play

out their role.

Work-Life Balance does not mean an equal balance but trying to schedule an appropriate

number of hours for each of the various work and personal activities. Work Life Balance is

usually unrewarding and unrealistic task.

The typical employee in the 1960s or 1970s showed up at the workplace Monday

to Friday and did his or her job in 8-9 hours chunks of time. The work place and hours

were clearly specified. But the scenario is changing today. Employees are increasingly

complaining that line between work and non work time has become blurred, creating

personal conflicts and stress.

A number of forces have contributed to blurring the lines between employees‟

work life and personal life. First, the creation of global organizations means their world

never sleeps. The need to consult with colleagues or customers 8 or 10 time zones away

means that many employees of global firms are “on call” 24 hours a day. Second,

communication technology allows employees to do their work at home, in their cars, or

on the beach. This lets many people in technical and professional jobs do their work any

time and from any place. Third, organizations are asking employees to put in longer

hours of work. Finally, fewer families have only a single breadwinner. Today‟s married

employees are typically part of a dual career couple. This makes it increasingly difficult

for married employees to find the time to fulfil commitments to home, spouse, children,

parents and friends.

Work/ life conflicts grabbed management‟s attention in1980s, largely as a result of the

growing number of women with dependent children entering the workforce. In

response, most major organization took actions to make their work places more family

friendly. They introduced programs such on-site child care, summer day camps, flexible

time, job sharing ,leaves for school functions, telecom muting ,and part-time employment.

But organizations quickly are releasing that work/life conflicts were not experienced only by

female employees with children. Male workers and women without children were also facing

problem.

Heavy workloads and increased travel demand for instances were making it

increasingly hard for a wide range of employees to meet both work and personal

responsibility. A Harvard study, found that 82% of men between the ages of 20 and

39years said that a “family-friendly” schedule was their most important job criterion.

Even among employees who seemed to “do it all”, many were experiencing guilt or stress.

Work-life balance planning involvement a variety of programs to help members

the better manage the interference between work and family. These include such

organizational practices, flexible hours, job sharing and day care, as well as

interventions to help employees identify and achieve both career and family goals.

A popular program is middlaning, a metaphor for a legitimate, alternative career track that

acknowledges choices about living life “Fast lane”. Middlaning helps people re-resign their

work and income – generating activities so that more time and energy are available for family

and personal needs. It involves education in work addiction, gilt, anxiety and perfectionism;

skilled developments in work contract negotiation; examination of alternatives such as

changing careers, freelancing and entrepreneur and exploring of options for controlling

financial pressure by improving income/expense ratio, limiting “Black Hole” worries such as

college, tuition for children and retirement expenses and replacing financial worrying with

financial planning.

Recent research on work/life conflicts has provided new insights for managers into what

works when. For instances, evidence indicates that time pressure are not the 17 primary

problem underlying work/life conflicts. It‟s the psychological interference of work into

family domain and family into work. People worrying about their personal problems while at

work place and thinking about work related problems while at home. The organizations

should help the employees in balancing work life and personal life by offering on-site quality

child-care; flex timing, reducing work related travel, job sharing, part-time hours.

Coping strategies of a work/life balance Redefine the conflict:

View work and personal life are complementary and not conflicting priorities.

Clarify values and goals: Consider those things that may be in conflict between family and work life, as

well as those that seem to balance each other. At work, make sure goals are concrete,

realistic and agreed upon by everyone involved. At home, make a list and rank the things

that matter most to the family. Then make an action plan for nurturing or achieving those

items. For example: Like want to spend uninterrupted quality time with spouse or help

children prepare for the school play.

Identify the skills used at home and work: Identify skills such as setting goals, making decisions, nurturing, motivating,

scheduling, being assertive, communicating well or budgeting. Explore how to use these

skills in other settings. For example: using the excellent communication skills that serve

in the boardroom to express ones needs and ideas at home. It may also be helpful to

handle stress management skills.

Adjust your expectations and set priorities: Learn to share and delegate responsibilities, communicate needs clearly and say

"no" as necessary. Both at home and on the job get prepared to control interruptions and

shift priorities in response to crises.

Take good care of yourself: Eating healthfully, get regular exercise, and try relaxation or meditation. Spend

time enjoying with friends, hobbies and downtime. Match tasks with the current energy

levels, and seek additional support through friends or educational group. If necessary,

take the consult of a counsellor for additional support and clarification of values and life

goals. Couples, family or career counselling may also be helpful.

Communicate Proactively: Discuss work demands to help family understand the pressures you're facing. You

may want to schedule quality time to debrief with your partner or family every day. Give

prior notice for the family if the work is delayed in the work place. Likewise, share the

top family priorities, such as attending child's soccer games, with supervisor.

Time-management skills for work: On the job, clarify an individual values and goals. When creating goals, make sure

they're specific, measurable, and realistic and agreed upon by others as appropriate.

Document the goals in writing with a step-by-step action plan and appropriate deadlines.

Set aside time for planning and assigning priorities. Pursue the priorities with

persistence, but be ready to shift gears if necessary. It's also a good idea to help

supervisor understand your commitments, priorities, family values and time concerns.

Time –management skills for home: At home, set priorities by making a list of the things that matter most. If the

individual is a husband/ father set goals for family and personal relation for children

development.

Job Stress

“Stress is defined as an adaptive response to an external situation that results in

physical, psychological, and / or behavioural deviations for organizational participants

”

Stress can be positive or negative. Stress is said to be positive when the situation

offers an opportunity for one to gain something. Eustress is the term used for positive

stress. Eustress is viewed as motivator since in its absence the individual lacks that

“edge” necessary for the peak performance. It is negative when stress is associated with

heart disease, alcoholism, drug abuse, marital breakdown, absenteeism, child abuse and a

host of other social, physical, organizational and emotional problems.

What is not stress?

a) Stress is not simply anxiety or nervous tension:

People exhibiting these behaviours may not be under stress. Similarly, individual

who are under stress may not exhibit anxiety or nervous tension.

b) Stress need not always be damaging: People frequently experience stress without any strain at all. Daily life activities

may be stress or may be stressful, but not at all harmful.

c) Stress is not always due to overwork: Stressed out individuals are not those who are over worked. Stress may also result

from having too little to do.

d) Stress cannot be avoided: It is necessary to realize that stress is an inevitable part of life, and that it cannot

be avoided.

Sources of stress

A. Organisation stressors:

a)Task Demands Task demands are factors related to person‟s job. They include the design of the

individual‟s job, working conditions and the physical work layout. The more

interdependence between a person‟s tasks and the tasks of others, more potential stress

there is. Jobs where temperatures, noise, or other working conditions are dangerous or

undesirable can increase anxiety. Security is another task demand that can cause stress. If

job security is threatened stress can increase dramatically.

The final task demand stressor is overload. Overload occurs when a person simply

has more work to do than he or she can handle. The overload can be either quantitative

(the individual has too many tasks to perform or too little time in which to perform them)

or qualitative (the person may believe that she or he lacks the ability to do the job). Low

task demand can result in boredom and apathy just as overload can cause tension and

anxiety.

b) Organization’s Life-cycle

Organization like human beings passes through a life cycle. The life cycle of an

organisation comprises eight stages: birth, growth, policy, procedure, theory, religion,

ritual and last rites. In this cycle, the Organisation is born and then has its growth.

Policies are developed to guide decisions and these are carried out through procedures.

These procedures are refined and made more efficient with theories about

efficiency. In time, organisation may develop characteristics of a religion, it may worship

the way it does things. Performance is by ritual; things are done by habit without

questioning. The death and last rites of the organisation will ordinarily follow. Each stage

of the life cycle poses its own challenges and problems. While the early stages are

exciting, the latter ones create anxiety and tension.

d) Role demand Role demands include role conflict, role ambiguity, role erosion, and role

overload. Role conflict occurs when an individual receives competing and conflicting

expectations from others. Role ambiguity results from having unclear expectations. Role

erosion arises when the functions of one incumbent are performed by someone else. Role

overload occurs when there are too many expectations than one is able to fulfill. All these

role demands are stressors.

e) Organisation structure

Organisation structure defines the level of differentiation, the degree of rules and

regulations, and where decisions are made. Excessive rules and lack of participation in

decision that affect employees are examples of structural variables that might be potential

stressors.

f) Organisational leadership

It represents the managerial style of the organization‟s senior executives. Some

chief executive officers create a culture characterized by tension, fear and' anxiety. They

establish unrealistic pressures to perform in the short run, impose excessively tight

controls, and routinely fire employees who fail to measure up.

g) Inter-personal Demands

Conflicting personalities and behaviours may cause stress. Conflict can occur

when two or more people must work together even though their personalities, attitudes

and behaviours differ. For instance, a smoker and a non-smoker who are assigned adjacent

work places obviously experience stress. Similarly, a person with an internal locus of

control that is who always wants to control how things turn out might get frustrated

working with an external person who likes to wait and just let things happen.

B. Group Stressors

Group stressors can be categorised into four as explained below

a) Lack of Group Cohesiveness:

Starting with the historically famous Hawthorne Studies, it has become very clear

that cohesiveness is very important to employees, particularly at the lower levels of

organisations. If an employee is denied the opportunity for this cohesiveness because of

the task design, because the supervisor does things to prohibit or limit it, or because the

other members of the group shut the person out, this can be very stress producing.

b) Lack of Social Support: Employees are greatly affected by the support of one or more members of a

cohesive group. By sharing their problems and joys with others, they may be much better.

But if this type of social support is lacking for an individual, it can be very stressful.

c) Inter-personal and Inter-group Conflict:

Conflict has both functional and dysfunctional consequences. Dysfunctional

consequences have stress potential.

d) Sexual Harassment:

Sexual harassment may be understood as unwanted contact or communication of

a sexual nature, usually against women. Sexual harassment is increasingly becoming a

source of stress in many of to day's workplaces. The stressful effects of sexual

harassment stem primarily from two reasons: (1) the direct affront to the victim's personal

dignity; and (2) the harasser's interference with the victim's capacity to do the job.

C. Individual Stressors

Among individual factors contributing to stress are personality, life and career

changes and life trauma. In respect of personality the distinction between Type A and

Type B behaviour patterns become relevant. The Type A personality is one for which

stressful behaviour patterns such as the following are common place.

Type A personalities are more stress prone

o Always moves, walks and eats rapidly.

o Feels impatient with the pace of things, hurries others, and dislikes

waiting.

o Does several things at once.

o Feels guilty when relaxing.

o Tries to schedule more and more in less and less time.

o Uses nervous gestures such as clenched fist, banging the hand on the

table.

o Does not have time to enjoy life.

The achievement orientation, impatience and perfectionism of individuals with Type A

personalities may create stress in work circumstances that other persons find relatively

stress-free. Type A personality, in this sense bring stress on themselves.

Type B personalities are less stress prone.

Typical characteristics of Type B personality:

o Is not concerned about time.

o Is patient.

o Does not brag.

o Play to fun, not to win.

o Relaxes without seeing guilty.

o Have no pressing deadlines.

o Is mild-mannered.

o Is never in a hurry.

Life change can also be stress producing. Life changes may be slow (like getting older)

or sudden (like the death of a spouse). These changes have dramatic effect on people.

Sudden changes are highly stressful.

Life trauma can be highly stressful. A life trauma is any upheaval in an individual's

life that alters his or her attitudes, emotions or behaviours. Major life traumas that may

cause -stress include marital problems, family difficulties, and health problems.

Career changes may also be stressful. Being suddenly thrust into a new job with new

responsibilities can be very stressful. Under promotion or over promotion can also be

stressful.

Environmental Factors These factors include political, economic and technological uncertainties. Changes in the

business cycle create economic uncertainties. When the economy is contracting, people

become increasingly anxious about their security. It is no surprise that suicide rates sky

rocketed during the great depression of the 1980‟s minor recessions increase stress levels.

Down swings in the economy are often accompanied by permanent reductions in the

work force, temporary lay-offs, reduced pay, and the like.

Individual Differences The reason lies in demographic differences and cognitive affective differences.

a) Demographic Differences: Demographic differences include age, health, education, and occupation.

b) Age:

Age affects stress because most people go through life stages during which certain things are

expected of them. When a child is three years old, little is expected of the person. At thirteen,

the child is expected to do many things personally. At 23, many people are entering their first

career stage in which they are expected to perform well. At 33, many are already in middle

management positions and hoping to move up even further. The pressure is now beginning to

increase since there are fewer places in the top ranks than there are in middle. At 43, some

people are in upper middle management. The pressure is even greater.

c ) Health:

Health contributes to stress. Some people are always hale and hearty, irrespective of age and

positions they occupy in organisations. Some others are always sick. Healthy people tend to

cope with stress better than their sickly counterparts.

h) Education:

Education can influence stress in two ways. On the negative side, when an individual has not

attained a certain educational level that has been attained by everybody else holding a similar

job, the person may feel unworthy to be in that particular position. This can cause stress. On

the positive side, education can help people moderate or control the negative aspects of

stressors.

i) Cognitive Affective Differences:

These are psychological in nature. These include need satisfaction, locus of control, and type

of personality. People who have strong urge for need satisfaction work hard and tend to

excel others. This attribute can be the basis for overwork and burnout.

j) Locus of control:

Locus of control refers to one's feeling of the extent to which one is able to control the

surrounding world. Greater an individual's perception of control over environment, lesser is

the person prone to stress and vice versa.

A third cognitive factor is personality in terms of stress: Type A personality and Type B

personality. Type A personalities are continually involved in a chronic, incessant struggle to

get more and more done in less and less time, more prone to stress.

Type B personalities, on the other hand, are more patient and easier going. They are

interested in attainting goals but follow different ways for the purpose. Type B personalities

are therefore, less prone to stress.

Coping strategies for stress Coping strategies may be categorised into

(a) Individual strategies

(b)Organisational strategies.

Individual Strategies

More prominent among them are time management, physical exercise, relaxation, yoga,

social support, situation control and unburdening oneself.

a) Time Management:

Most of us are poor in time management. The result is feeling of work overload, skipped

schedules and attendant tension. The truth is, if one can manage time effectively, he or she

can accomplish twice as much as the person who is poorly organized. Some basic principles

in time management are: (i) preparing daily a list of activities to be attended to; (ii)

prioritizing activities by importance and urgency, (iii) scheduling activities according to the

priorities set;and (iv) handling the most demanding parts of a job when one is alert and

productive.

b) Physical Exercise:

Exercise in any form helps people to cope with the stress. It is for this reason that people of

all ages are seen taking early morning walk, or engaging themselves in jogging, swimming or

playing games.

c) Relaxation: Relaxation through meditation, hypnosis or biofeedback.

d) Yoga:

Yoga is probably the most effective remedy for stress.

e) Social Support:

It is true that people needs and benefits from social support applied as a strategy to reduce job

stress, this would entail forming close associations with trusted, empathetic co-workers and

colleagues who are go listeners and confidence builders.

f) Control the Situation: One must avoid unrealistic deadlines. He or she must do his or her best and at the same time

be aware of limits. It is impossible, to please everyone.

g) Open up to Others:

One must give vent to one's feeling, emotions, fears and frustrations in the presence of others

who care for him or her.

Organisational Strategies

Individuals are capable of increasing their own resistance to stress, but find it almost

impossible to eliminate work related stresses. In other words, while they may be able to help

minimize its effects, they may not be able to prevent stress in the first place this

reason, organizations can play a key role in stress management.

a) Personal Wellness: Personal wellness is a term used to describe the pursuant of one's physical and mental

potential through a personal health promotion programme. A supervisor can impact personal

wellness of his subordinates through positive example, encouragement, and by practicing the

basic concepts and techniques of human resource management.

When the manager is successful in creating a healthy work climate and environment,

everyone should benefit from the increased capacity of people to handle successfully the

change and stress that inevitably accompanies their lives at work.

b) Improved Communication: Increased communication with employees reduces uncertainty by lessening role ambiguity

and role conflict.

c) Participative Decision Making:

Role stress is detrimental to a large extent because employees feel uncertain about goals,

expectations, how they will be evaluated and the like. By giving these employees a voice in

those decisions that directly affect their job performances, management can increase

employee control and reduce the role stress. So managers should consider increasing

employee participation in decision making.

d) Job Redesign: Job redesign involves enriching jobs either by improving job content factors (such as

responsibility, recognition and opportunities for achievement, advancement, growth etc.) or

by improving core job characteristics (such as skill variety, task identity, autonomy, and

feedback). Enriched tasks will eliminate the stress found in more routine and structured jobs.

e) Selection and Placement: Certain jobs are more stressful than others Individuals too differ in their response to stress

situations. Individuals with little experience or an external locus of control, tend to be stress-

prone. Selection and placement decisions should take these facts into consideration.

Operational Definitions:

a) Work Life Balance:

Work Life Balance does not mean an equal balance but trying to schedule an

appropriate number of hours for each of the various work and personal activities.

b) Work life:

Work is defined as paid employment. Work life is the work place where employees

work.

c) Job stress:

Stress is defined as an adaptive response to an external situation that response to an

external situation that results in physical, psychological, and /or behavioural

deviations for organizational participants.

d) Eustress:

Eustress is the term used for positive stress. Eustress is viewed as motivator since in

its absence the individual lacks that “edge” necessary for the peak performance.

e) Early Retirement:

Early retirement gives people an opportunity to get away from long-term job.

Employees working for same may wish to use his/her talents in other areas.

f) Manufacturing Professionals:

Manufacturing Professionals is person who has skills and knowledge in the field of

manufacturing products, who is paid for his services.

g) Random Convenience Sampling:

A Convenience Sampling chooses the individuals that are easiest to reach or sampling

is done easily. It doesn‟t represent the entire population so it is considered bias.

3. RESEARCH METHODOLOGY

3.1 Hypothesis:

H0: There is no significance difference between employees who are not able to balance work

and personal lives

Type of Research: 1. Exploratory research- to enable formulation of

hypothesis. 2. Descriptive research

Research Method: Qualitative and survey method was used in this study.

Types of Data: Primary and Secondary data

Data Gathering Procedure: Questioning, Interviewing, surfing the net and

Referencing.

Research Techniques: Questionnaire and interview

3.2 Sampling Techniques: Technique used in the study is Random Convenience Sampling(Definition: A Convenience

Sampling chooses the individuals that are easiest to reach or sampling is done easily. It

doesn‟t represent the entire population so it is considered bias).

Statistical Method used: Tables, Frequency distribution curves, Bar Charts, Pie Charts are has the statistical methods.

3.3Scope of the study 1. The study covers all aspects of work life balancing, job stress and aspects of early

retirement.

2. The study is limited to IT companies in the city of Bangalore.

Limitations of the study:

The concept is highly abstract and difficult to study.

Measuring stress and quantifying the same is very difficult.

Reasons for early retirement are also difficult to find out.

4. DATA ANALYSIS AND INTERPRETATION

Question1: Are you aware of the concept of work life balancing?

Table 1: Indicating the awareness of the concept of wok life balancing

Option Respondent Percentage

Yes 45 90

No 5 10

Total 50 100

Graph 1: Showing the awareness of the concept of work life balancing.

Inference: Work life balancing concept is popular among employees and they know how

important is to spend time with their family members in order to keep a proper balance

between the two.

Yes No

Series1 45 5

0

5

10

15

20

25

30

35

40

45

50

Res

po

nd

ents

Question 2: How do you assess yourself in terms of being an employee?

Table 2: Indicating the employees‟ self assessment

Option No of Respondents Percentage

Aggressive 12 24

Calm and Quiet 21 42

Introvert 7 14

Extrovert 9 18

Angry young person 1 2

Total 50 100

Graph 2: Showing individual employees‟ self assessment.

Inference: Employees represent a mix of both introvert and extrovert personalities. They

show different personalities which indicates they are very good at reacting the situations and

can handle effectively.

AggressiveCalm And

QuietIntrovert Extrovert

Angry young Person

Series1 12 21 9 7 1

0

5

10

15

20

25

Res

po

nd

den

ts

Question 3: What is the nature of your job?

Table 3: Showing the nature of the employee‟s job

Options Respondents Percentage

Monotonous And Repetitive 5 10

Creative 8 16

Challenging 32 64

Research Based 5 5

Total 50 100

Graph 3: Showing the nature of the employee‟s job

Inference: 80% of the employees are on creative and challenging jobs. Employees

are young, enthusiastic are very competent enough to do challenging jobs.

Monotonous And Repetitive

Creative ChallengingResearch

Based

Series1 5 8 32 5

0

5

10

15

20

25

30

35

resp

on

den

ts

Question 4: What is the number of hours you put in every day at work?

Table 4: Showing working hours of employees.

Options No of Respondents Percentage

8Hrs 23 46

10Hrs 22 44

12Hrs 3 6

More than 12 Hrs 2 4

Total 50 100

Graph 4: Showing working hours of employees

Inference: Majority of the employees work for 10 hours and beyond in a day thereby leading

to possible stress which sometimes it carry to their home and imbalance of work life can be

achieved.

0

5

10

15

20

25

8Hrs 10Hrs 12Hrs More than 12Hrs

Series1 23 22 3 2

Res

po

nd

ents

Question 5: Your experience at work place is-

Table 5: Indicating employee‟s experience in work place


Highly Stressful 3 6

Stressful 15 30

Moderate 31 62

No Stress at all 1 2

Total 50 100

Graph 5: Showing experience at work place

Inference: 98% of employee‟s go through stress one way or the other while working. On

time delivery, target achievement are the situations which makes them under stress while

working.

0

5

10

15

20

25

30

35

Highly Stressful

Stressful Moderate No Stress at all

Series1 3 15 31 1

Re

spo

nd

en

ts

Question 7: Do you sometimes feel that you are not fully capable and competent to

carry out your job responsibility effectively?

Table 6: Showing effectiveness and competence of the employee‟s on the job.

Options No. of Respondents Percentage

Yes Sometimes 10 20

Rarely 11 22

Never 29 58

Total 50 100

Graph 6: Showing effectiveness and competence of the employee‟s on the job.

Inference: Most of the employees are capable and competent to carry out their job

responsibilities. Employees are very competent towards their family roles and duties.

0

5

10

15

20

25

30

Yes Sometimes Rarely NeverSeries1 10 11 29

Res

po

nd

ents

Question 10: Are you able to co-ordinate your team properly?

Table 7: Showing employee‟s ability to co-ordinate teams.

Option No of respondents Percentage

Always 38 76

Sometimes 12 24

Total 50 100

Graph 7: Showing employee‟s ability to co-ordinate teams.

Inference: Employees have effective team co-ordination skills as their is not much diverse

force so employees are of same culture they understand each other very effectively. A good

team can produce very effective result for the company.

Always

Sometimes

Question 11: How would you react to a special work-related incident with your peer

groups?

Table 8: Showing employees reaction to a work related incident with peers.


Angry and Frustrated 2 4

Be calm and face it 25 50

Handle it Creatively and

Intelligently

23 46

Leave it to God 0 0

Total 50 100

Graph 8: Showing employees reaction to a work related incident with peers.

Inference: Employees deal with work related incidence calmly, intelligently and creatively

which shows their good co-ordination skills and they can work in teams very effectively

which ultimately benefits the company.

Angry and Frustrated

Be calm and face it

Handle it Creatively and

Intelligently

Leave it to God

Series1 2 23 25 0

0

5

10

15

20

25

30

Res

po

nd

en

ts

Question 13: How do you spend your leave?

Table 9: Showing pattern of usage of leave.


Going out on Vacation 22 44

Take rest at home 22 44

Foreign Holiday 1 2

Pursuing your hobby 2 4

Others specify 3 6

Total 50 100

Table 9: Showing pattern of usage of leave.

Inference: Employees de-stress themselves both by going out on vacation and by resting at

home which makes them fresh when they return to their job and works effectively.

0

5

10

15

20

25

Going out on

Vacation

Take rest at home

Foreign Holiday

Pursuing your

hobby

Others specify

Series1 22 22 1 2 3

Res

po

nd

ents

Question 15: Comment on the level of your participation in the family day celebration

Table 10: Indicating employee‟s participation in family day celebration.


I bring Wife, children and

Dependents

7 14

I bring Wife only 8 16

Sometimes I bring Wife and

children.

10 20

I never bring my Family 25 50

Total 50 100

Graph 10: Indicating employee‟s participation in family day celebration.

Inference: Employees show low profile participation in family day celebrations. This may be

due to much load in the company so they don‟t get enough time to give their full participation

in the family.

I bring Wife, children

and Dependents

I bring Wife only

Sometimes I bring Wife and

children.

I never bring my Family

Series1 7 8 10 25

0

5

10

15

20

25

30

Res

po

nd

ents

Question 17: What kind of recreational facilities your company provides the

employees?

Table 11: Showing recreational facilities for employees.


In house Facilities like indoor

Games

22 44

In house fitness parlour 11 22

Swimming pools 6 12

Outdoor Games 9 18

Others specify 2 4

Total 50 100

Table 11: Showing recreational facilities for employees.

Inference: A good number of recreational facilities are provided by the company which are

very necessary in order to keep the employees fresh and it shows a good working ambience.

0

5

10

15

20

25

In house Facilities

like indoor Games

In house fitness parlour

Swimming pools

Outdoor Games

Others specify

Series1 22 11 6 9 2

Res

po

nd

ents

Question 20: Being quite busy on the job, do you find it difficult to give sufficient time

to your family?

Table 12: Showing percentage of time spent for the family.


Yes 30 60

No 20 40

Total 50 100

Graph 12: Showing percentage of time spent for the family

Inference: 60% of employees do not find sufficient time, for their families as the work load

in the company restricts them to give sufficient time to spend time with their family which

sometimes may lead to stress in the employees mind.

Yes

No

Question 21: How many hours you spend with your family in a week?

Table 13: Showing percentage of the time spent for the family.


2-5Hrs 5 10

5-8Hrs 8 16

8-12Hrs 20 40

More than 12 Hrs 17 34

Total 50 100

Graph 13: Showing percentage of the time spent for the family.

. Inference : Most of the Employees spend around 10-12 Hrs with the family in a week which

shows their concern towards their family members and they enjoy being with their family.

0

5

10

15

20

2-5Hrs 5-8Hrs 8-12Hrs More than 12Hrs

Series1 5 8 20 17

Axi

s Ti

tle

Chart Title

Question 22: What is the frequency of you going out with your family?

Table 14: Showing frequency of outings with the family.


Once in a week 14 28

Once in 15 days 12 24

Once in a month 12 24

Twice in 6 months 10 20

Total 50 100

Graph 14: Showing frequency of outings with the family.

Inference : 50% of Employees go out with their family regularly. Employees who go out

with family they are more happier and close to their family members compared to those who

prefer to stay at home.

0

2

4

6

8

10

12

14

Once in a week

Once in 15 days

Once in a month

Twice in 6 months

Series1 14 12 12 10

Res

po

nd

ents

Questions 23: How do you assess yourself in terms of being

husband/father/wife/mother?

Table 15: Showing employees personality characteristics impacting the family.


Patience and sympathetic 17 34

Angry and frustrated 6 12

Happy always 23 46

Calm and unconcerned 4 8

Total 50 100

Graph 15: Showing employees personality characteristics impacting the family.

Inference: 80% of the employees balance work life and family life very well. Most of the

employees are happy with their role in family and they also show patience which remedies

stress.

0

5

10

15

20

25

Patience and

sympathetic

Angry and frustrated

Happy always

Calm and unconcerne

d

Series1 17 6 23 4

Res

po

nd

ents

Question 25: Do you take office work to your house?

Table 16: Showing employees taking office to their homes.


Yes 12 24

No 38 76

Total 50 100

Graph 16: Showing employees taking office to their homes.

Inference: 76% of employees do not take office work to their house which is a

good sign of not getting stress from work as well as from family.

Yes No

Series1 12 38

0

5

10

15

20

25

30

35

40

Re

spo

nd

en

ts

Question 27: How do you feel while spending time on household duty?

Table 17: Indicating employee‟s involvement in house hold duties.


Lively and Happily 31 62

Just duty 4 8

Relief for both 13 26

Relief to one of us only 2 4

Total 50 100

Graph 17: Indicating employee‟s involvement in house hold duties

Inference: 90% of employees show positive attitude towards household duties and they

enjoy being with their family which means they easily maintain the balance of work and

family.

0

5

10

15

20

25

30

35

Lively and Happily

Just duty Relief for both

Relief to one of us

onlySeries1 31 4 13 2

Res

po

nd

ents

5. FINDINGS OF THE RESEARCH

Now after the interpretation of the entire questioners from that there are many points found

which needs to be focused more and therefore they are mentioned as below.

1. Most of the employees are aware of the concept of work life balancing in Manufacturing

Sector and according to my survey there are mix of both introvert and extrovert

personalities

of Employees working in the company.

2. Most of the employees enjoy doing creative and challenging jobs.

3. The study shows that most of the employees work for 12 hrs and beyond in which leads to

possible work stress that sometimes may affect the productivity.

4. Most of the employees go through stress one way or the other from work or sometimes

due to

personal affairs.

5. The employees are capable and competent enough to carry out their responsibilities. And

they

also capable to co-ordinate with their team members properly.

6. The study shows that the employees deal with work related incidence calmly, intelligently

and creatively.

7. Most of the employees prefer going out on vacation and taking rest at home but some of

them do not show interest to participate in family celebrations.

8. In house facilities like indoor games, in house fitness parlour, swimming pool, out-

door games are provided by the company for recreation.

9. The study shows that most employees go out with their family regularly and thus maintain

a

balance between work life and their personal life

10. Staying at home, going to movies and spending time with friends are most preferred

ways of

enjoying the weekends.

11. Most of employees do not carry their office work to their home and they show positive

attitude towards household duties.

12. Most of the employees do not prefer early retirement and are undecided about the post

retirement plans.

6. CONCLUSIONS

1) Majority of professionals effectively balance their work and personal lives.

2. Employees do face stress on the job still they are capable to cope with the job stress

through very many outlets.

3. Most of the employees do not favour early retirement.

Hypothesis Testing:

H0: There is no significant difference between employees who are not able to balance work

and personal lives.

The level of significance was calculated. Based on further calculations it was found that:

H1stands ACCEPTED

H0stands REJECTED

7. RECOMMENDATIONS AND SUGGESTIONS :

As there are many important which we found from the survey, there are some points, which

the company has to look after and some of them need to be changed in order to get the good

business.

1. Company should also help employees socialize by celebrating family day there by helping

the employees relax from daily schedule of stress.

2. The companies in should take more interest in involving employees in family day

celebrations

3. Company should facilitate the employees with flexi timing, job sharing, Part time jobs,

working from home so that they can considerable to their personal life as well as work life.

4. Counselling should be provided in their respective companies.

5. Meditation and relaxation exercises can be followed every day in the work schedule.

6. Annual recreation trips should be arranged by the company with the employee‟s family.

8. ANNEXURE

8.1 QUESTIONNAIRE

Dear Employee,

I, Manishkant Mahto, a student of Gujarat Technological University,

would like to ask a few questions as a part of my MBA project. I request you to kindly

answer them honestly and accurately.

I assure you that the information given by you will be kept extremely confidential.

Thanking you in advance for your cooperation.

Employee Personal Data: a. Name : ____________________________________

b. Age : _______yrs

d. Marital Status : ____________________

e. Job Designation : ____________________

f. Salary (per month) :Rs._________________

g. Qualification : ___________________

h. Experience : ____yrs

Research Questions:

1. Are you aware of the concept of work life balancing?

YES NO

2. How do you assess yourself in terms of being an employee?

Aggressive

Calm and Quiet

Introvert

Extrovert

Angry young person

3. What is the nature of your job?

Monotonous and repetitive

Creative

Challenging

Research Based

4. What is the number of hours you put in every day at work?

8Hrs

10Hrs

12Hrs

More than 12 Hrs

5. Your experience at work place is-

Highly Stressful

Stressful

Moderate

No Stress at all

6. Do you have any targets to be achieved?

YES NO

7. Do you sometimes feel that you are not fully capable and competent to carry out your job

responsibility effectively?

Yes Sometimes

Rarely

Never

8. Whom do you communicate more often relating to work?

Top Management

Peers

Subordinates

Clients

9. Do you work in teams?

Yes No

10. If yes, are you able to co-ordinate your team properly?

Always

Sometimes

11. How would you react to a special work-related incident with your peer groups?

Angry and Frustrated

Be calm and face it

Handle it intelligently and creatively

Leave it to god

12. Do you make use of the leave which is in your credit?

Yes No

13. If yes, how do you spend your leave?

Going out on vacation with Family

Take rest at home

Foreign holiday

Pursuing your hobby

Other‟s specify

14. Does your company celebrate family day?

Yes No

15. If yes, comment on the level of your participation-

I bring Wife children and dependents

I bring Wife only

Sometimes I bring Wife and children

I never bring my Family

16. Does your company arrange for picnics with your family?

Yes No

17. What kind of recreational facilities your company provides the employees?

In house facilities like Indoor games

In house fitness parlour

Swimming pool

Outdoor games

Other‟s specify_______________

18. If no, what kind of facilities you expect?

________________________________________________

________________________________________________

19. Do you think you miss something in your personal life?

Yes No

20. Being quite busy on the job, do you find it difficult to give sufficient time to your

family?

Yes No

21. How many hours you spend with your family in a week?

2-5Hrs

5-8Hrs

8-12Hrs

More Than 12 Hrs

22. What is the frequency of you going out with your family?

Once in a week

Once in 15 days

Once in a month

Twice in 6 months

23. How do you assess yourself in terms of being husband/father/wife/mother?

Patience and sympathetic

Angry and frustrated

Happy always

Calm and unconcerned

24. How do you spend your weekends?

Stay at home

Go for a movie

Picnics/Resorts

Spend time with friends

Clubs/Pubs

Others specify________________

25. Do you take office work to your house?

Yes No

26. Do you help your spouse and children in your household duty?

Yes No

27. If yes, how do you feel while spending time on household duty?

Lively and happy

Just duty

Relief for both

Relief for one of us only

28. What do you think of early retirement?

Great concept

To be selectively used

Not so popular so far

Not clear for me so far

29. What do you think should be the age of retirement?

35-45 Yrs

45-55 Yrs

55-65 Yrs

Above 65 Yrs

30. What are your plans after retirement?

----------------Thank you-----------------

8.2 BIBLIOGRAPHY Books:

1. Organization Behaviour – Tenth Edition

Author: Stephen P. Robbins

Publication: Prentice hall of India Pvt Ltd.,

2..Organizational Behaviour – fifth revised edition

Author: K. Aswathappa

Publication: Himalaya Publishing House

Reprint-2003

www.nulife.co.in

www.google.com

www.worklifebalancecentre.org

www.worklifebalance.com

www.familiesandwork.org

http://www.nulife.co.in/

http://www.worklifebalance.com/

worklife balancing

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